09-275Council File # �q- ���
Green Sheet # 3067376
RESOLUTION �-
�,INT PAUL, MINNESOTA
r�e�t�a
RESOLVED, that the Cauncil of the City of Saint Paul hereby approves and ratifies the attached
January 1, 2008 through December 31, 2o10 Collective Bargaining Agreement between the City of Saint
Paul and the Saint Paul Police Federation.
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Approved b e ce inanci 'ces
By. �
� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
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epartmenHOffleelCouiwif: Datetnftiated:
HU — Human Resources 02-MAR-09 Green Sheet NO: 3067376
CoMaet Person & Phone: Depardnent SentTo Pe�son initiailDate
.lason Schmidt �. o �msn xecoums C�
266-6503 1 amanResoarces D artmeutDirector
'45Si9n 2 inanciai Suvices reFSnanciaf Serviccs
Must Be on Couadl Agenda by (Date): Number 3 _ A �� �
R o��p� 4 oCS O&ce Ma or/As�temnt
Doc.Type:R TR�SACT O ION � Order 6 onn`d7� �y �erk
E-0ocumetrt Required: Y
Document Contact: Sue Wegwerth �
Contaet Phone: 266-G513
Total # of Signature Pages_ (Ciip All Locations forSignature)
Aetion Requestetl:
Approve the attached January 1, 2008 througL December 31, 2010 Collecfive Bazgaining Agreement between the City of Saint Pau1
and the Saint Paul Police Federation.
Recomme�datians: Approve (A) ur Reject (R): Personal Service Contracts blust Answer the Followieg Questions:
Pfanning Commission 1. Has this personJfitm ever worked under a contract for ihis department?
CIB Committee Yes No
Civil Service Commission 2. Has this persoNfifin ever been a cdy employee?
Yes No
3. Does this personlfirtn possass a skiit not normally possessed by any
curteM city employee?
Yes No
Exp{ain a!! yes answere on separzte sbeet and attacfi to green shee4
INtiating Problem, lssues, Opportuniry (Who, What, When, Where, Whyj: �
The CollecHve Bargaining Agreement with the Saint Paul Police Federarion has expired. The City of Saint Paut is required to
negotiate with the bazgaining unit.
Advantages H Approved: �
An agreement reached through good faith bargaining will be in place through December 31, 2010.
Disadvantages H Approved:
None
DisadvaMages H Not Approved:
The City would be required to re-open negotiations with the bazgaining nnit. This would strain relations with the bazgainmg uuit and
could lead to binding azbitmrion.
7otaf Amount af
Tsansaction: CostlRevenue Budgeted:
Fundfag Source: Activity Num6er:
Finarieiai Ir�fotmation:
(ExpYain)
March 2, 2009 i 1;40 AM Page 1
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ATTACAMENT TO THE GREEN SHEET
SAINT PAUL POLICE FEDERATION
Below is a swnmary of the changes in the Collective Bazgaining Agreement between the City
of Saint Paul and the Saint Paul Police Federation. The new agreement is for the period of
January 1, 2008 through December 31, 2010.
WaL=es;
Effective May i, 2008:
Effective April, 2009:
EffecYive 7anuary l, 2010:
3.25% increase to all classifications.
3.25% increase to all classifications.
3.25% increase to all classifications.
Health Insurance:
Health insurance contributions follow the City patfern for 20Q8-2010 a�eed to in aci MOA on
September I5, 2005.
i3niformed Police Of�cer Premium:
Premium efiminated in 2010. Premium amount added to base rate.
Post Emplovment Health Plan:
Increased City contribution by $25.00 for employees who are not eligible for retiree health
insurance.
Parking:
New Article for parking, paid for by the Union.
Fitness for Dutv:
New Article to clarify procedures relating to fitness far duty examinations.
Other ChanEes:
Other changes are of a housekeeping nature.
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JANUA.RY 1, 2008 - DECEMBER 31, 2014
COLLECTIVE BARGAINING AGREEMENT
" � � ° � SET'WE�N
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�. _ TF�_St1iINT PAI��POL��!CE FEI�ER�TION
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ARTICLE TITLE
PAGE
1 Furpose ..........................................................................................................................1
2 Definitions .................................................:...................................................................1
3 Recognition ....................................................................................................................1
4 Security ..........................................................................................................................2
5 Employer Authority ........................................................................................................ 3
6 Employee and Federa6on Rights Grievance Procedure ...................................................4
7 Savings Clause ...............................................................................................................8
8 Hours of Work and Overtime .......................................................................................... 8
9 Court Time ..................................................................................................................... 9
10 Call Back ....................................................................................................................... 9
I 1 Stand - By Time ..................................................................
12 Uniform Allowance .............................................................
13 Military Leave of Absence ...................................................
14 Legai Service ......................................................................
15 Worldng Out of Classificarion .............................................
...................... 9
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.....................10
.....................11
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16 Insurance ...................................................................................................................... 12
• 17 Safety ...........................................................................................................................17
18 Premium Pay/Special Allowances .................................................................................17
19 Shift Differentiai .......................................................................................................... 20
20 Vacarion .......................................................................................................................20
21 Holidays .................................................................................
22 SeverancePay ........................................................................
23 VJage Schedule .......................................................................
24 Sick Leave .............................................................................
25 Incapacitation .........................................................................
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22
24
26
27
26 MaternityLeave ...........................................................................................................28
27 Funeral and Bereavement Leave ................................................................................... 28
28 Discipline .....................................................................................................................29
29 Seniority .......................................................................................................................29
30 Bidding ........................................................................................................................ 30
31 Work Breaks ........................................................
32 Ctiange in Shift .....................................................
33 Pazlang .................................................................
34 Fitness For Duty — Psychological Exuninations....
35 Duration and Effective Date .................................
Appenduc A Uniform Allowance ....
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31
32
32
34
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� COLLECTIVE BARGAIN7NG AGREEMENT
BE'TWEEN
THE CITY OF SAINT PAUL
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THE SAINT PAUL POLICE FEDERATION
This AGREEMEI3T is entered into, between the City of Saint Paul, hereinafter referred
to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the
FEDERATION. The EMPLOYER and the FEDERA.TION concur that this AGREEMEI3T has
as its basic objective the promotion of the mutual interests of the City of Saint Paul and its
� employees to provide the highest level of services by methods which will best serve the needs of
the general public.
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ARTICLE i - PURPOSE
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1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into ttvs
AGREEMENT is to:
1.1(1) Achieve orderiy and peaceful relations, thereby establishing a system of
nnin terrupted operations and the Iughest levei of performance that is consistent
with the well-being of all concerned.
1.1(2)
1.1(3)
Establish the full and complete understanding of the parties concerning the
tem�s and conditions ofthis AGREEMENT.
Establish procedures to orderly and peacefully resolve disputes as to the
application or interpretaYion of this AGREEMENT.
1.1{4) Place in written form the parties' agreement upon tenns and conditions of
employment for the duration of this AGREBMENT.
AI2TICLE 2 - DE�INITIONS
FEDERATION:
EMPLOYER:
Saint Pau1 Police Federation
2.1
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The City of Saint Paul
2.3 FEDERATION MEMBER: A member of the Saint Pau1 Police Federation
2.4 EMPLOYEE:
2.5 AGREEMENT:
A member of the FEDERATION'S exclusively recognized
bazgaining unit
The collective bazgaining agreement between the
FEDERATION and the EMPLOYER
2.6 DEPARTMENT HEAD: The Chiefof Police, City of Saint Paul
A1t'I'ICLE 3 — i2ECOGNI'I`ION
3.1 The BMPLOYER recognizes the FEDERATION as the exclusive representative for the
purpose of ineeting and negotiating the tem�s and conditions of employment for all fuli-
time police department personnel; excluding supervisory employees, confidential
employees, part-time employees, temporary or seasonal employees and all other
employees exclusively represented by other organizations.
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ARTICLE 3 — RECOGNTTION (Continued)
3.2 7ob cla�ses that are within the bazgaining unit and covered by tfiis AGREEMENT aze as
follows:
Commander
Communications Services and Maintenance Supervisor
Emergency Communications Center Manager
Emergency Communications Center Shift Supervisor
Emergency Communications Center Fire Dispatcher I
Emergency Communications Center Police Dispatcher
Emergency Com�nunications Center Telecammunicator
Lieutenant
Police Officer
Police Trainee
Sergeant
33 In the event the EMPLOYER aad the FEDERATION are unable to agree as to the
inclusion or exclusion of a new or modified job position the issue shall be submitEed to
the Bureau of Mediation Services for determination
ARTICLE 4 — SECURITY
4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a
deduction, in writing, aa amount necessazy to cover montl�ly FEDERATION dues. Such
monies shall be remitted as directed by Uze F`EDERATION.
4.2
4.3
The FEDERATION may designate employees from tiie bazgaining unit to act as stewards
and sba11 inform the EMPLOYER in writing of such choice.
The EMPLOYER shall make space available on the employee bulletiu boazd for postuig
official FEDERATION notices and announcements.
If upon review, the department head or authorized representative in charge of the faeility
or work azea where the notice(s) or announcement(s) is to be posted disapproves ofthe
posted item(s}, it sha11 be removed.
4.4 The FEDERATTON agrees to indemnify and hold the EMPLOYER harmless against any
and all claims, suits, orders, or judgmenYs brought or issued against the City as a result of
any action taken or not taken by the City under the ptovisions ofthis Articie.
4.5 Release tune for negotiations. During each round of negotiations, four individuals (not
including the Federation President) will be allowed to meet with ttte City's authorized
representative, without loss of pay, for the purpose of wage, salary, or fringe benefit
discussions. Each individual is eligible for up to 12 hours of such release time.
4.6 Federation Release Time Bank. Each member of the Federation shail have hislfier
vacation balance reduced by three (3} hours annually for the purpose of establishing a
Federation Release Time Bank of vacation hours to be used by the Federation President
and Members of #he Faderation Boazd to conduct union business. The individual elected
Federation President shali be released from a minimum of 50% (1040 hows) of hislher
normal duties, members of the Fede�ation Bxecutive Board may utilize the remaining
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ARTICLE 4 — SECURITY (Continued)
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• hours donated. The donation bank shall be established each yeaz based on the number of
employees covered by the bargaining unit as of the first date of the new payroll year. The
Federation will prov3de annual written notice to the Department of who is eligible for
Federation Release for the year. Elig�le Federation Boazd members must receive prior
authorization from 2vs/her supervisor. The Ferleration si�all make monthly Release Time
usage reports to the Department. Failure to make a monthiy report will result in
forfeiture of the remaining balance of hours in the Federation Release Time Bank. There
shall be no annuai canyover of any unused Federation Release Time hours.
In addition, the Federation will pay a$5000.00 administrative fee each year to the
DEPARTMENT.
It is understood that the President's release time will be taken in whole day increments as
much as possible and that the President will work with his/her supervisor to identify
wYrich days each pay period will be release time days. It is also understood that, during
hislher release time, the Federation President's activities aze up to the Pederation's
discretion. Board Member release time will be taken in whole hour increments. Once
boazd release time is approved by the member's supervisor, the Boazd member's
activities are up to the Federation's discretion so long as the release time is used for
legitimate union business.
• It is fiuther understood that, as with all employees and consistent with Article 30, the
assignment (inclnding any special assignments) for the individual serving as Federation
President will be detennaned by the DEPARTMENT HEAD.
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5.1 The FEAERATION xecognizes the prerogatives of the EMPLOYER to operate and
manage its affairs in all respects in accordance with applicabie laws and regulations of
appropriate authorities. The prerogatives and authority that the EMPLOYER has not
officially abridged, delegated or modified by this AGREEMENT are retained by the
EMPLOYER.
5.2 A public employer is not required to meet and negotiate on matters of inherent
managerial poliey which include, but aze not limited to such areas of discretion or policy
as the functions and programs of the EMPLOYER, its overall budget, utilization of
technology, and organizational structure and selection, and direction and number of
personnel.
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ARTICLE 6— EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE •
PROCEDURE
6.1 DEFINITION OF GRIEVANCE
A grievance is defined as a dispute or disagreement as to the interpretafion or appfication
of the specifc tem�s and conditions of the AGREEMENT.
It is specifically uaderstood that any matters governed by Civil Service Rules or statutory
provisions shall not be considered grievances and subject to the grievance procedure
hereinafter set forth Disc�gliaary actions may be appealed to either the Civil Service
Commission or to an azbitrator. However, reprimauds znay not be appealed to the Civil
Service Covuuission. If disciplinary action is grieved under the terms of this contract, the
union's Step 2 written grievance axust state whether the grievance, if still unresolved after
Step 3, will be appealed to the Civil Service Commission or to an arbitrator.
Nothing in Yl�is Artiole precludes employees from pursuing whatever recourse they may
have under the terms of the Veterans Preference Act.
6.2 FEDERATION REPRESENTATIVES
Tfie EMPLOYER will recogaize REPRESENTATIVES designated by the •
FEDERATION as the grievance representatives of the bazgainiag unit having the duties
and responsbilities established by this Article. The FEDERATION shall notify the
EMPLOYER in writing of the names of such FEDERATION REPRESENTATIVES and
of their successors when so designate�3.
63 PROCESSING OF GRIEVANCE
It is recognized and accepted by the FEDERATION and the EMPLOYER that the
processing of grievances as hereinafter provided is timited by the job duties and
responsibilities of the EMPLOYEES and shall therefore be accomplished during normal
working hours only when consistent with such EMPLOYEE duties and responsibilities.
Tke aggrieved EMPLOYEE and the FEDERATION REPRESENTATIVE shall be
allowed a reasonable amount of time without loss in pay when a grievance is investigated
and presented to the EMPLOYER during normal working houts, provided the
EMPLOYEE aud the FEDERATION REPRESENTATIVE have nori$e3 and received
the approval of the designated supeivisor who has determined tUat such absence is
reasonable and would not be detrimental to the work programs of the EMPLOYER
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ARTICLE 6— EMPLOYEE AND FEDERATiON RIGHTS - GRIEVANCE
• PROCEDURE (Continued) Dy-a-'7�
6.4 PROCEDURES
Grievances, as defined by Section 6.1, shall be resolved in confonnance with the
following procedure:
Step 1 An EMPLOYEE claiming a violation concerning the interpretation or
application of the CONTRACT sha13, within twenty-one (21) calendar days
after such alleged violation has occused, present such grievances to the
EMPLOYEE'S supervisor as designated by the EMPLOYER. The
EMPLOYER designated representative will discuss and give an answer to such
Step 1 grievance within ten (10) calendaz days after receipt. A grievance not
resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth
the nature of this grievance, the facts on which it is based, the provision or
provisions of the CONTRACT allegedly violated, the remedy requested, and
shall be appealed to Step 2 witlun ten (10) calendar days a8er the EMPLOYER
designated representative's final answer in Step 1. Any grievance not appealed
in writing to Step 2 by the FEDERATION within ten (10) calendar days shall be
considered waiverl.
Step 2 If appealed, the written grievance shall be presented by the FEDERATION to,
• and discussed with, the EMPLOYER designated Step 2 representative. The
EMPIAYER designated representative shall give the FEDERATION the
EMPLOYER'S Step 2 answer in writing within ten (10) calendaz days a8er
receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be
appealed to Step 3 withiu ten (10) calendaz days following the EMPLOYER
designated representative's final Step 2 answer. Any grievance not appealed in
writing to Step 3 by the FEDERATION within ten (16) calendar days shail be
considered waived.
Step 3 If appealed, the written grievance shall be presented by the FEDBRATION to,
and discussed with the EMPLOYER designated Step 3 representative. The
EMPLOYER designated representative shall give the FBDERATION the
EMPLOYER'S Step 3 answer in writing within ten (10) calendar days after
receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be
appealed by the FEDERATION to Step 4 within ten (10) calendar days
following the EMPLOYER designated representative's final answer in Step 3.
Any grievance not appealed in writing to Step 4 by the FEDERATION within
ten (10) calendar days shall be considered waived.
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ARTICLE 6— EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE
PROCEDURE (Continued)
Optional Mediation Steg
I£the grievance has not been satrsfactorilyresolved at Step 3,
either the Federation or the Employer may, withia ten (10)
calendaz days, request mediation. If the parties agree tbat the
grievance is suitable for mediafion, the parties shall submit a joint
request to the Minnesota Bureau of Mediation Services for the
assignment of a mediator.
Grievance mediation shall be compteted within 30 days of the
assignmenY.
2. Grievance mediation is an optional and voluutary part of the
grievance resolution process. It is a supplement to, not a substirirte
for, grievance arbitration. When grievance mediation is invoked,
the contractual time limit for moving the grievance to arbitration
shall be delayed for the period of inediation.
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3. The grievance mediation process shall be infonual. Rutes of
evidence shall not apply, and no recorcl shall be ma@e of the
proceeding. Both sides sball be pmvided ample opportunity to •
present the evidence and argument to support their case. The
mediator may meet with the parties ia joinY sesszon or in separate
caucuses.
4. At the reqnest of both parties, the mediator may issue an oral
recommendation for seltlement. Either parry may rec�uest that the
mediator assess how an azbitrator might rule in this case.
5. The grievant sliall be present at the grievance mediation
proceeding. Ifthe grievance is resolved, the gtievant shatl sign a
statement agreeiag to accept the outoome. Unless the parties agree
otherwise, the outcome shall not be presidentiaL
6. If the grievance is not resolved and is subsequently movad to
arbitration, such proceeding shall be de novo. Nothiug said or
done by the pazties or the mediator during grievance mediation
with respect to their positions concemiug resolution or o�rs of
settlement may be used or referred to during arbifration.
Step 4 A grievance unresolved in Step 3 and appeaied to Step 4 shall be submitted to
arbitration subject to the provisions of the Public Employxnent Labor Relations
Act of 1971. The selection of an arbitrator shall be made in accordance with the �
"Rules Goveming the Arbitration of Grievances" as estat�lished by the Boazd
Bureau of Mer2ia#ion Services.
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ARTICLE 6— EMPLOYEE AND F'EDERATION RIGHTS - GRIEVANCE
PROCEDURE (Coantinued)
6.5
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6.7
ARBITRATOR'S AUTHORITY
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A The azbitrator shall have no right to amend, modify, nullify, ignore, add to or
subtract &om the terms and conditions of the AGREEMENT. The azbitrator shall
consider and decide only the specific issue(s) submitted in writing by the
EMPLOYER and the FEDERATION, and sl�all have no authority to make a
decision on any other issue not so submitted.
B. The azbitzator shall be without power to make decisions contrary to or inconsistent
with or modifying or varying in any way ttie application of laws, rules or
regulations having the force and effect of law. The arbitrator's decision shail be
submitted in writing within thirty (30) days following the close of the hearn�g or the
submission of briefs by the parties, whichever is later, unless the parties agree to an
extension. The decision shall be based solely on the azbitrator's interpretation or
application ofthe express terms ofthis AGREEMENT and to the facts ofthe
grievance presented.
C. The fees and e�enses for the azbitratar's services and proceedings shall be borne
equally by the EMPLOYER and the FEDERATION, provided that each pazty shall
be responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to be
made, providing it pays for the record. If both parties desire a verbatun record of
the proceedings, the cost shall be shared equally.
WAIVER
If a grievance is not presented within the time lirnits set forth above, it shall be
considered "waived". If a grievance is not appealed to the next step within the specified
time limit, or any agreed extension thereo� it shail be considered settled on the basis of
the BMPLOYER'S last answer. Ifthe EMPLOYER does not answer a grievance or an
appeal thereofwithin the specified time limits, the FEDERATION may elect to treat the
grievance as denied at that step and immediately appeal the grievance to the neact step.
The tune limit in each step may be extended by mutual written agreement of the
EMPLOYER and the FEDERATION in each step.
RECORDS
All docuxnents, communications and records dealing with a griavance shall be filed
separateIy from the personnel fiIes of the involved E�IPLOYEE(S}.
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ARTICLE 7 - SAVINGS CLAUSE
7.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota
and the City of Saint PauL In the event any provisions of this AGREEMENT shall be
held to be contrazy to law by a court of competent jurisdiction from whose final judgment
or decree no appeal has been taken wiYhin the time provided, such provisions shall be
voided. All other provisions shall continue in full force and effect. The voided provision
may be renegotiated at the written request of either party.
ARTICLE 8- HOURS OF WORK AND OVERTIlVIE
S.I The normal work day shall be eight (8} consecutive hours per day except for those
employees assigned to the 4/40 shift where the noimal work days shall be ten (10)
consecutive hours pez day. For empioyees assigned to the 5!3 shift, the normal work day
shall be nine (9) consecutive hours per day. For employees assigne@ to the 4/2 shift, they
may be required to work a ten {10) houz day or an eight (8) hour day consistent with the
schedule and as assigned by the DBPARTMENT HEAD.
8.2 The normal work period sha11 be eighty (80) hours in a work period of fourteen (14) days.
For employees assigned to the 5/3 shift, the normal work period shall be one hundred
sixty (160) hours in twenty-eight (28j days.
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83 This section shall not be construed as and is not a guarantee of any hours ofwork per •
normal work day or per normal work week.
8.4 All employees shall be at tlte location designated by their supervisor, ready for wor15 at
the established starting time and shall remain at an assigned work location until the end
of the established wark day unless otherwise directed by their supervisor.
8.5 Employees will be compensated at the rate ofone and one-hatf (1.5) times the
Employee's normal hourly rate in either compensatory time or in cash, subject to the
limitations of Sectiott 8.2, for hours tbat exceed daily planned scheduling by the
EMPLOYER. The BMPLOYER shall use its best efforts to equitably distnbute overtime
work when scheduling events or other work that is not unique or particulaz to any one
employee.
8.6 Employees may accumuiate up to a maximum of one hundred (100) hours of
compensatory time.
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ARTICL� 9 - COURT TIME
9.1 EMPLOYEES required to appear in court during scheduled off-duty time will be
compensated at the rate of one and one-half (1.5) t'vnes the EMPLOYEE'S norn�al hourly
rate for hours worked with a minimum of four (4) hours at the EMPLOYBB'S normal
hourly rate.
9.2 The minimum of four (4) hours shalt not apply when such court tnne is an extension of or
an early report to a scheduled shift.
ARTICLE 10 — CALL BACK
10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the
rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours
warked with a minimum o f four (4) hours at the EMPLOYEE' S normal hourly rate.
10.2 The minimum of four (4) hours shali not apply when such call to work is an extension of
oz an eazly zeport to a scheduled shift.
ARTICLE 11— STAND-BY TIME
• 1 l.l An EMPLOYEE required to stand-by for court appearance during scheduled off-duty
tune will be compensated for a minunum of two (2) hours based on the EMPLOYEE'S
narmal hourly rate for such day he(she is required to stand-by, but such compensation
shall not apply where the EMPLOYEE is called to court for an appearanoe on the case
subject to the stand-by request or for any other case.
11.1(1) Ifan employee is on standby for a court appearance and is called into court,
heishe will receive not less than two (2) hours pay based on hisJher normal
hourly rate.
11.2 The two hour minnnum compensation for stand-by shall not apply if notification is given
that the stand-by is canceled prior to 6:00 p.m of the preceding day.
113 Unless notified to the wntrary, stand-by status shall continue for a xnaxunum of two
consecutive days, at which tune the EMPLOYEE shail be required to contact the City or
County trial lawyer or hislher secretary in charge of scheduling by 1604 hours the day
following initiation of stand-by status, who will then continue or cancel stand-hy status as
required and maintain an appropriate record of such notification.
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ARTICLE 12 — UNIFORM ALLOWANCE
12.1 The 1972 base ofone-hundred eightq ($180.00) dollazs as a clothing allowance on a
voucher system will be increased on Jannazy 1, 1974 and each year thereafter on the basis
of a yearly study of the increased cost of the defined uniform The 1972 base cost ofthe
uniforms are defined in Appendix A.
12.2 Article 12.1 shall apply only to the following job classes:
Commander
Lieutenant
Sergeant
Police Officer
12.3 Effective January 1, 2006, a11 other job classes under this AGREEMENT shati be entitled
to two hundred seventy-five ($275.00) dollars each year as a ciothing allowance on a
voucher system. This auiount shall be increased by the annual pe�entage wage increase
for Emergency Communications Center classifications in subsequettt years.
ARTICLE 13 - MIIIITARY LEAVE OF ABSENCE
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I3.I PAY ALLOWANCE •
Any employee who shall be a member of the National Guard, the Naval Militia or any
other component of the militia of the state, now or hereafter organized or constituted
under state or federal law, or wfio shall be a member of the Officer's Reserve Corps, the
Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other
reserve component of tke miiitazy or naval force of the United States, now or hereafter
orgaaized or constituted under federal law, shall be entitled to leave of absence from
employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or
other benefits for all time when such EMPLOYEE is engaged with such organization or
component in training or active service ordered or authorized by pmper authority
pursuant to law, whether for state or federal purposes, pmvided that such leave shall not
exceed a total of fi$een (15) days in any calendar year, and further provided that such
leave shall be altowed only in case the required military or naval service is satisfactorily
performed, which shait be presumed unless the contrary is established. Such leave shall
not be allowed unless the �MPLOYEE (1) returns to his/her position immediately upon
being relieved from such military or naval service and not later tha�t the eapiration of
time herein limited for such leave, or (2) is prevented from so retuming by physical or
mental disability or other cause not due to such EMPLOYEE' S own fault, or (3} is
required by pmper authority to continue in such military or naual service beyond the time
herein limited for such leave.
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ARTICLE 13 - MILITARY LEAVE OF ABSENCE (Continr�ed)
13.2 LEAVE WIT�IOUT PAY
d�-2-�5�
Any EMPLOYEE who engages in active service in time of war or other emergency
declared by proper authority or any ofthe military or navaf forces of the state or of the
United States for wluch leave is not otherwise allowed by law, shali be entitled to leave
of absence from employment without pay during such service with right of reinstatement
and subject to such conditions as aze imposed by 1aw.
133 Such leaves ofabsence as are granted under Article 13 shall conform to Minnesota
Stahrtes, Section 192 as amended from time to time and shall confer no additional
benefits other than those granted by said statute.
ARTICLE 14 — LEGAL SERVICE
14.1 Except in cases of malfeasance in office or wiilful or wanton neglect of duty,
EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE andlor hislher
estate against any claim or dema�id, whether groundkss or otherwise, arising out of an
alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties.
14.2 Notwithstanding Article 14.1 above, the Employer shall not be responsible for paying any
• legal service fees or for providing any legal service arising from any legal action where
the employee is the Plaintiff.
ARTICLE 15 - WORKING OUT OF CLASSIFICATION
15.1 EMPLOYER shall avoid, whenever possible, worldng an EMPLOYEE on an out-of-class
assignment for a pmlonged period of tune. Any EMPLOYEE working an out-of-class
assignment for a period in excess of fi$een (15) working days during a year shall receive
the rate of pay for the out-of-class assignment in a higher classification not later than the
sixteenth (16) day of such assignment. For purposes of this Articie, an out-of-class
assignment is defined as an assignment of an empioyee to perform, on a full-tnne basis,
all of the significant duties and responsibilities of a position different from the
employee's regulaz position, and which is in a classification higher than the classification
held by such empioyee. The rate ofpay for an approved out-of-class assignment shali be
the same rate the empioyee would receive if such employee received a regular
appointmenY to the higher classification.
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ARTICLE 16 - INSURANCE
Active Employee Insurance
16.1 The insurance plans, premiums for coverage, and beaefits contained 'm the insarance
plans o�ered by the Employer shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. The Employer wi11 attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selectiag the offered plans agree to accept any chaages in bene$ts which a specific
provider implements.
If in either yeaz the number of plans increases, the increase will be based on the average
premium.
16.2 Effective for the Januazy 2008 insurance premiums, for each eligible employee covered
by this agteement who is employed full-time and who selects single employee health
insurance coverage provided by the Employer, the Employer agrees to contdbute the
faltowing monthly ainounts:
Open Access with Deductible:
Primary Clinic with $500 Deduchble:
$427.55 + $100.00 (to be deposited in an
account determined by the LMCHI)
$525.51
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Distinctions:
$457.54
For each eligble full-time employee who selects family health insurance coverage, the
Employer wi11 contn`bute tYze following monthly amounts:
Open Access with Deductible: $1,040.75
Priinary Cliaic with $500 Deductble: $901.86
Distinctions: $901.86
163 Effective for the January 2009 insurance premiums, for each eligible employee covered
by this agreement who is employed fult-time and who selects single employee health
insurance coverage provided by the Employer, the Em�loyer agrees to contnbute the
following monthly amounts:
Open Access with Deductable:
Primary Clinic with $500 Deduchble:
Distmctions:
$467.84 + $100.00 {to be deposited in an
account detemuned by the LMCHI)
$567.93
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ARTICLE 16 - INSURANCE (Continued)
o°r-a�s
For each eligible full-time employae who selects fanuly health insurance coverage, the
Employer will contnbute the following monthly amounts:
Open Access with Deduchble: $1,12Q.75
Primary Clinic with $5�0 Deductible: $926.86
Distinctions: $926.86
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16.4 Effective for the January 2010 insurance premiusns, for each eligible employee covered
by this agreement who is employed full-time and who selects single employee heakh
insurance coverage provided by the Empioyer, the Employer agrees to contn`bute the
following monthly amounts:
Open Access with Deductible:
$512.28 + $iQO.�Q (to be deposited in an
account deternuned by the LMCHI)
Primary Clinic with $500 Deductil�le:
Distinctions:
$615.10
$507.54
For each eligible full-tune employee who selects family health insurance coverage, the
Employer will contribute the following monthly amounts:
Open Access with Deductble: $1,214.00
Primary Clinic with $500 Deductible: $951.86
Distinctions: $951.86
The City's additional compensation for singie coverage employees who select the Open
Access with $1,500 Deductible plan may be reduced by $25 per montb if a VEBA
account is selected by the LMCHI that allows employees to draw upon that money while
employed.
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1 b.5 Under the "Cafeteria Plan," all benefit eligible employees (i.e. 40 hours/pay period or
more) must select at least single health insurance coverage and $10,000 of Iife insurance
coverage. The City wiil contribute the cost of the $10,000 mandatory life insurance.-
It is understood that these xnandatory coverages (single health and $10,000 life) may not
be waived. However, an employee covered by this agreement whose spouse is also
employed by the City of Saint Paul, and is eligible to participate in the City's health
insurance plan will not be required to select mandatory health insurance coverage as long
as one ofthe spouses is participating in the City's insurance plan with family coverage.
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ARTICLE 16 — INSURANCE (Continued)
The mandatory life insurance continues to apply. In this event, two hundred and twenty
five dollars ($225.00 per month) shall be efigi`ble for payment as unused benefit dollars.
Such payment shall be made during the month of January for the previous insurance year.
16.6 Under the "Cafeteria Plan," employees covered by this agreement wili be eligible to
participate in the Fle�bie Spending Accounts offered by the Employer. The service fee
charged for employees participating in the Dependent Care Account will be paid by tha
Employer. The service fee for employees participating in the Medical Eapense Account
will be paid by the Employer.
Survivor Insuraace
16.7 In the event of the death of an active emploqee, the dependents of the employee shall
have the option, within thirty (30) days, to continue the ciurent hospitalization and
medical benefits, including such plan impmvements as may be made from tune to time,
wiuch said dependents previously had, at the premium and Employer �ntn'bution
applicable to eligible early retirees. The date of death shall be considered to be the date
of retirement.
In the event of the death of an eazly retiree or a regular retuee, the dependents oFthe
retiree sha11 have the option, within thirty (30) days, to continue the current
hospitalization and medical bene&ts which said dependents previously Yiad, at the
premium and Employer contn`bution accorded to the eligible deceased retiree.
In the event of the death of an employee killed in the Iine of duty, the Employer will
contnbute 100% of the premium for either single or family health insurance coverage for
eligi'ble dependents. An eligible dependent who is not enrolled in the City's health
insurance program at the time o£the employee's death wiil have an option to enroll at the
neart annual open enrollment period.
It is further understood that coverage sha11 cease in tke event of.
16.7 (1) Subsequent remazriage offhe surviving spouse ofthe deceased employee or
reYiree.
16.7 (2) The employment of the survivzng spouse or dependent where health insnrance is
obtained through a group program provided by said Em�ployer. In this event,
however, the surviving spouse or dependent s3�all have tfie right to maintain City
health �n�rance for the first ninety {90) days of said employment.
Retiree Insarance
16.8 Employees who retire must meet fhe following conditions in order to be eligible far the
Employer contnbutions listed in Articles 16.9 thmugh 16.Z2 below toward a health
insurance plan offered by the Employer:
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ARTTCLE 16 - INSURANCE (Continued) �, ��
� 16.8 (1) Be receiving benefits from a public employee retirement act covering
employees of the City of Saint Paul at the time of retirement, and
16.8 (2) Have severed his/her relationslup with the City of Saint Paul under one of the
retiree plans, and
16.8 (3) Have completed at 2east 20 yeazs of seivice (20 consecutive years of servzce for
any employee hired or separating and returning to the City after 3anuary 1,
2006) with the City of Saint Paul or be receiving a disability pension, and
16.8 (4) Have severed hisJher relationship with the City of Saint Paul for reasons other
than an involuntary termination for misconduct.
Employees in the job classification ofPolice Trainee, Police Officer, 5ergeant,
Lieutenant and Commander, hired after July 1, 2005, shall not be eligible to receive the
Employer contributions described in Articles 16.9 through 16.12. In lieu of such
contributions for retiree insurance, the Employer shall pay $350 per year into the
employee's account in a Post Employment Health Plan (PEHP) maintained by the
Employer. Effective January 1, 2010, the Employer corrtribution shall be $375.00 per
year. Such contnbutions sha11 be made on or before March 1, and shall be credited for
the previous calendar year. Only employees in the job classification of Police Trainee,
• Police Officer, Sergeant, Lieutenant and Cotxunander who are on the department payroll
on January 1 of the previous calendar year shall qualify for the PEHP contribution;
except that such employees who are separated from employment during the previous year
and who have at least ten (10) years of service will receive a pro-rated contn`bution.
, Neither empioyees who have separated their employment with the City by reason of
involuntary termuiation for misconduct nor employees with less than ten (10) yeazs of
service shall be eligibie for any pro-rated contribution.
Early Retirees
16.9 This Article shall apply to empioyees who:
16.9 {1) Retire on or after January i, 1996, and
16.9 (2) Were appointed on or bafore December 31, 1995, and
169 (3) Have not attained age 65 at retiremettt, and
16.9 (4} Meet the terms set forth in Article 16.5 above, and
169 (5) Select a health insurance plan offered hy the Employer.
Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a
maximuzn of $350.00 per month Yoward the premium for single or family health
insurance coverage. Any unused portion of the Employer's contnbution shatl not be paid
to the retiree.
• When such early retiree attains age 65, the provisions of Article 16,11 shall apply.
15
ARTICLE 16 — INSURANCE (Confinued}
16.10 This Article shall apply to employees who:
16.10 (1) Re�ire on or after 7anuary 1, 1996, and
16.10 (2) Were appointed on or after 7anuary 1,1996, and
16.10 (3) Have not attained age 65 at retirement, and
16.10 (4) Meet the tenns set forth in Article 16.6 above, and
16.10 (5) Select a health insurance ptan offered by the Employer.
Until such retirees reach s'vsty-five years (65) of age, the Employer agrees to contnbute a
maX;.num of $300.00 per month toward the cost of single or family healxh insurance
coverage. Any unused portion ofthe Employer's contnbution shall aot be paid to the
retiree.
VJhen such early retiree attains age 65, the provisions of Article 16.12 shaii app2y.
Regutar Retirees (Age 65 and over)
1611 This Article shall apply to employees who:
•
16:11 (1) Retire on or after January 1, 1996, and
16.11 (2) Were appointed prior to Jannazy 1, 1996, and
1 b.l l(3) Have attained age 65 at retirement, and •
16,11 (4) Meet the terms set forth in Article 16.6 above, and
26.11 (� Select a health insurance ptan offered by the Employer.
The Employer agrees to contnbute a maximum of $550.00 per month toward the
premium for single or family health insurance coverage offered to regulaz retirees and
their dependents. A.ny unused portion of the Employer's contnl�ution shall not be paid to
the retiree.
This Article sl�all also apply to early retirees who retired under the provisions of Axticle
i 6.9 wfien such eaziy retiree attaius age 65.
16.12 This Article shall apply to employees who:
16.12 (I} Retire on or a$er January 1, 2996, and
16.12 (2) Were appointed on or after January 1, 1996, and
16.12 (3) Have attaiaed age b5 at retirement, and
16.12 (4) Meet the terms set forth in Article 16.5 above, and
16.12 (� Select a health insurance plan offered by the Employer.
The Employer agrees to contnbute a�Y�mum of $300.00 per month toward the
premium for single or faxnily health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Employer's contnbution shall not be paid to -
the r�iree.
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ARTICLE 16 — INSURANCE (Continued)
v�- � �s
This Article shall aLso apply to early retirees who retired under the provisions of Article
1610 when such eazly retiree attains age 65,
16.13 The contnbutions indicated in Article 16 shall be paid to the Employer's third party
administrator or designated representative.
16.14 A retiree's participation in the City's health insurance plan must be continuous. The
retiree must be participating in a City health insurance plan at the tnne of retirement. If a
retiree chooses not to participate at the time of his/her retirement or if a retiree
discAntinues his/her participation at a later date, such retiree wili not be eligible for any
fuhue participation or for any Employer conmbution.
16.15 Effective for employees who retire on or after July 1, 2003, additionai dependents beyond
those of record at the tnne ofretirement may not be added to the retiree's health
insurance plan at City expense a$er retirement.
ARTICLE 17 — SAFETY
17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable
regulations for the enforcement of job safety. If an EMPLOYEE feels that his(her work
duties or responsibilities require such EMPLOYEE to be in a situation that vioIates
federai or state safety standards, the matter shaii be immediately considered by the
EMPLOYER. If such matter is not satisfaetorily adjusted, it may become the subject of a
grievance and will be processed in accordance with the grievance procedure set forth
herein.
ARTICLE 18 — PREIYIIUM PAY/SPECIAI. ALLOWANCES
[E�J
18.2
CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TBAMS
In addition to other compensation payable, any fixll-time employee desi�ated as a
member of the Critical Incident Response Team (CIRT) and Hostage Negotiation Team
shall be granted an allowance of one hundred twenty ($120.00) dollars biweekly. Only
employees who have satisfactorily completed all required training shall be eligible for
such assignment designation and special allowance.
CANiNE HANBLER
In addition to other compensation payable, Canine handlers who are required to keep the
dogs in their homes, transport them in their private cars, etc., shall be granted an
allowance not to exceed one hundred seventy ($170.00) dollars biweekly. Such
allowance shall be considered payxnent, aLso, for the keeping in condition ofuniforms
and equipment and susEenance of the anunal. Such allowance shall be payable only
during the time the employee is perfomung duties as outlined above.
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ARTICLE 18 — PREMTUM PAY/SPECIAL ALLOR'ANCES (Continued)
18.3 FIELD TRAIlVING OFFICER & SUPERVISOR �
A. Any Potice Officer, Emergency Communications Cenfer Telecommunicator,
Emergency Communications Center Police Dispatcher, or Emergency
Coxnmunications Center Fire Dispatcher who is assigned to the duties of a Field
Training Officer, or Communication Training Officer shall be paid a differentiai of
$ I.50 per hour above Ius/her regular base rate for tliose shifts actually worked by the
employee. Only employees who 1�ave saLisfactoriiy completed all required training
shall be eligibie for such assignment and pay differenRiaL
B. Effective Januaty 1, 2000, the Employer may assign up to s'vcty (60) Police Officers
to the duYies of a Full-Time Pield Training Officer and up to fifteen (IS} Sergeants fo
the duties of a Full-Time Field Training Supervisor. Said EMPLOYEES shall be paid
a differential of $1S0 per hour above his/her regular base rate for all hours during the
period he/she is so designated. Only Police Officers and Sergeaats who have
satisfactorily completed all zequired training delineated by the DEPARTMENT
HEAD shall be eligible for such assignment and pay differentiaL Fu1I-Time Field
Training Officers and Supervisors wiil be designated and defined by the
DEPARTMENT HEAD. These EAAPLOYEES shail pmvide various training in the
field and perform other trauvng duties as assigned by the DEPARTMENT HEAD.
These EMPLOYEES shall provide various training in the field and perform other
traiuuig duties as assigned by tlte DEPARTMENT HEAD. �
18.4 ORDNANCE DISPOSAL tJNIT
Any employee designated as a member of the Ordnance Disposal Uait shall be paid a
differential of $1.50 per hour above hislher base rate. Only employees who have
safisfactorily compieted ali required training shall be eligible for such assignment and pay
differentiaL
18.5 SCHOOL RESOURCE OFFICER
Effective the first day of the pay period ciosest to January 1, 2003, employees working in
the title, Police Officer, and assigned as a School Resource Officer shatl be paid a
differential of $0.75 per hour above his/ker base rate.
18.6 UNIFORMED POLICE OFFICER
Employees working in the titie, Police Officer, and assigned to one of the Districts,
FORCE, Canine, Mounted, SRO or Traffic & Acciflent shall receive one an@ a half
perceut (1.5%) per hour above the base rate. Effective 7anuary 1, 2010 (closest pay
period), this premium shall be eliminated, and an additiona11.50% shall be added to all
steps of the Police Officer base wage.
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ARTICLE 18 — PRENIIiTM PAYISPECIAL ALLOWANCES (C ontinued)
C�
18.7 LICENSE AND MANDATED TRAINING ALLOWANCE O � � 7 �-
Employees covered by this agreement who have a least three (3) yeazs of service with the
Department, will receive four percent (4%) per hour above their base rate for maintaining
licenses and successful completion of Department and State mandated training. The
EmgTQyer reserves the right to pay such premiums to employees with less than three (3)
years in the Department providing such employee holds She required certification. Fire
Dispatcher shall be included in the above allowance because they aze required to have an
EMT certificate.
18.8 SEMOR CONIMANDER ALLOWANCE
Any certified Commander who is assigned the duties of a"Seniar Commander" shall
receive five percent (5%) per hour above their base rate.
The number and nature of such Seniar Commander assignments shall be deteruvned
solely by the Chief.
The Chief may remove employees from Senior Coiimiander assignments at anytnne. The
Chief shall make such assignments only from among employees holding the rank of
Commander.
•
Asszgnments to and removals from Senior Commander duties shall not be sub}ect to the
provisions of Article 6(Grievance Procedure) of this agreement.
It is recognized that the intent of item #5 on the December 8, 1999 Memorandum of
Agreement was that the following individuals are permanently "grandfathered" to a rate
of compensation no lower than the "Senior Commander" rate. These individuals are the
only remaining individuals who were in certified Commander titles prior to the
nnplementation af the December 8, 1999 Memarandum of Agreement:
Nancy DiPerna
18.9 LANGUAGE INTERPRETATION SHILLS ALLOWANCE
The DEPARTMENT HEAD shall designate EMPLOYEES to be paid a premium above
their base rate if certified as proficient in language skills othet than English as delineated
by the DEPARTMENT HEAD. The premium for EMPLOYEES who are designated
shall be two percent (2%).
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18.10 NARCOTICS PREMIUM
Up to two (2) Police Officers assigned as Narcotics Agents and performiug the "hold
book" function for the Narcotics Unit shall be paid a differential of $1.50 per hour above
hislher base houzly rate.
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ARTICLE 19 - 5H1II"T DIFFERENTIAL
19.1 Any emptoyee who works a shift beginning earlier than 6:00 am or ending later than
6:00 p.m., and providing t1�at four oz more hours of the shift aze between 6:00 p.m and
6:00 am shall be paid a differential of five perceat (5%) of the employee's base rate for
atl hours of the shift actually worked by the empioyee.
Any employee who works a shift beginning earlier than 6:00 a.m or endix� later than
6:00 p.m, but less than four hours of the shift worked are between the hours of 6:00 p.m
and 6:00 a.m shall be paid a night differential of five percent (5%) of the employee's
base rate for only tha hours actually worked between the hours of 6:00 p.m and 6:00 am
ARTICLE 20 - VACATION
20.1 Each full-Yime zmployee sha11 be granted vacation according to the foIlowing schedule:
Years of Service
0 thru 5 years
after 5 years
after 10 years
after 15 years
after ZO years
Vacafion Granted
15 days
2Q days
23 days
25 days
27 days
Employees who work less than full-titne shall be granted vacation on a pro rata basis.
For tlie purposes oftivs Article, qualifying years of service sha21 be deteinuned based on
original employment date.
20.2 The head of the Department may permit an employee to carry over into the following IRS
paytoll reporting year np to one hundred twenty (120} hours of vacation. However, if
requested by an employee, the Departmeat Head may compensate the empioyee in cash
at the end of each IRS payroll reporting year for any or all hottts fnr which the employee
requests payment. Payment shall be at the rate of pay in effect at the time payment is
made.
20.3 Employees with at least 180 days of accumulated unused sick leave sha11 be allowed to
convert two (2) days of unuse@ sick leave to one (1) day of vacation up to a maximum of
five (5} days ofvacation This conversion provision may be applied only to the extent
that the balance of unused sick leave is not reduced lower than 180 days.
20.4 The above provisions of vacation shalt be subject to Resolution No. b446, Section I, sub. G.
20.5 Any employee who is eligible to receive Severance from the City under Atticle 22 shall
have hislher accrued but unused vacation contnbuted to a PEHP in lieu of cash payment
to employee
20.6 Such amounts as listed in 20.5 above shall be made at the time of retirement.
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ARTICLE 21- HOLIDAYS
21.1 Holidays recognized and observed. The following days shall be recoguized and observed
as paid holidays:
New Yeazs' I?ay
Martin Luther ICing Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
21.2
Veterans' Day
Tl�anksgiving Day
Day After Thanksgiving
Christxnas Day
Eligible EMPLOXEES shall receive pay for each of the holidays listed above, on which
they perform no work. For employees normaliy assigned to a work week of Monday
through Friday, the following shall apply:
21.1 (i)
21.1 (2)
Whenever any ofthe holidays listed above shall fall on Saturday, the
preceding Friday shall be observed as the holiday.
Whenever any oftheholidays listed above shall fall on Sunday, the
succeeding Monday shall be observed as the holiday.
21.1 (3) For those employees assigned to a work week other than Monday through
Friday, the holiday shall be observed on the calendaz date of the holiday.
I3ote, beginning with payroll yeaz 2003, floating holidays weze elimivated and moved
into the vacation schedule.
21.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE
must be employed as ofthe date ofthe holiday and have paid hours on the payroll for that
pay period, The amount of holiday time earned shall be based upon the number of non-
holiday hours paid during that pay period (see proration charts in Salazy Plan and Rates
of Compensation). For the purpose of this secCion, non-holiday hours paid includes hours
actually worked (excluding overtime), vacation tune, compensatory time, paid leave and
sick leave. It is further understood that neither temporary, emergency nor other
employees not heretofore eligible shall receive holiday pay.
21.4 If an employee entitled to a hofiday is required to work on New Year's Day, Memorial
Day, Independence Daq, Lzbor Day, Tl�anksgiving Day, Christmas Day, Martin Luther
King Day, President's Day, Day ABer Thanksgiving, or Veterans' Day, he/she shall be
recompensed for work done on this day by being granted compensatory time on a time
and one-half basis or by being paid on a time and one-half basis for such hours worked,
in addition to hishier regular holiday pay.
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ARTICLE 22 — SEVERANCE PAY
221
22.2
The Employer sfiall provide a severance pay progzam as set forth in this Article 22.
To be eligible for the severance pay program, an employee must meet the following
requirexnents:
22.2 (1) The employee must be voluntarily separated from City employment or have
been subject to sepazation, Iay-offor compulsory retaement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eliglble for the City
severance pay program.
22.2 (2) The employee must file a waiver of reemployment with the Humau Resources
Director, which will clearly indicate that by requesting severance pay, the
employee waives all clauns to reinstatement or r�mployment (of any type),
with the City or with Independent School Aistrict No. 625.
22.2 (3) The employee must have an accumulated balance of at least siz hundred forty
(640) hours of sick leave credit at the time of his/her separation from service.
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22.3 If an employee requests severance pay and if the emptoyee meets the eligibility �
requirements set forth above, heJshe will be granted severance pay in an amount equal to
one-half ofthe daily rate ofpay for the position heid by the employee on the date of
sepazarion fur each day of accrued sick leave subject to a*nax;*num as shown below
based on the number of years of service with the City.
XEARS OF SERVICE
WITH THE CITY
At Least 20
21
22
23
24
25
ItRAXIIti�[JM
SEVERANCE PAY
$ 5,000
$ 6,000
$ 7,000
$ 8,000
$ 9,000
$10,000
22.4 An employee who meets the eligtbility requirements for a severance benefit under Article
22.3 and who meets the following additional requirements shall be granted severance pay
in the amount of t}rirty thousand dollars ($30,000) in lieu of the amounts payable under
Articie 22.3:
22.4 (1) Non-Sworn PersonneL Any employee in the job classification of Emergency
Communications Center Telecommunicator, Emergency Communications Center
Police Dispatcher, Emergency Communications Center Fire Dispatcher I,
Emergency Commwucations Center ShiS Supervisor, Communications Services �
and Maintenance Surervisor, and Emergency Communicafions Manager, who:
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ARTICLE 22 - SEVERANCE PAY (Coniinued)
v! ����
• is sepazated from City employment on or after 7une 30, 1992;
• has an accumulated balance of at least one thousand eight hundred
fifty (1,850) hours of sick teave credits; and
• bas at least twenty-five (25} yeats of service at the time ofhis/her
sepazation from service, or who sepazates by reason of being ruled
disabled and at the time ofdisability separation has at least twenty (20)
yeazs of service and begins drawing a disability pension.
22.4 (2) Swom Personnel Hired Prior to December 15, 1986. Any employee in
the job classification of Police Trainee, Police Officer, 5ergeant,
Lieutenant and Commander, who:
• was hired by the City on or prior to December 15, 1986;
•
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• has an accumulated balance of at least one thousand eight hundred
fifty {1,850} hours of sick leave credits; and
• has at least twenty-five (25) years of service at the tune ofhisiher
sepazation from service, or who separated by reason of being ruled
disabled and at the tune of disability separation has at least twenty (20)
years of service and begins drawing a disability pension.
22.4 (3) Sworn Personnel Hired Between April 20, 1987 through September 4,1990.
Any employee in the job classification of Police Trainee, Police Officer,
Sergeant, Lieutenant and Commander, who:
22.4 (4)
• was hired by fhe City during the period from April 20, 1987, tluough
September 4, 1990;
• has an accumulated balance of at least one thousand six hundred
seventy-five (1,675) hours of sick leave credits; and
• has at �east twenty-five {25) years of service at the time of his(her
separation from service, or who sepazated by reason of being ruled
disabled and at the tune of disability separation has at least twenty (20}
years of service and begins drawing a disability pension.
Sworn Personnel Hired On or tlfter January 2, 1991. Any employee in
the job ciassification ofPolice Trainee, Police Officer, Sergeant,
Lieutenant and Commander, who:
. was hired by the City on or after January 2, 1991;
• has an accumulated balance of at least one thousand five hundred
(1,500) hours of sick leave credits; and
• has at least twenty-five (25) years of service at the time of hislher
sepazation from service, or who separated by reason ofbeing ruled
disabled and at the tnne of disability sepazation has at least riventy (20)
years of service and begins drawing a disability pension.
23
ARTICLE 22 - SEVERANCE PAY (Continued)
The manner of payment of such severance pay shall be made in three consecutive annual
payments often thousand dollars ($t0,000) each The first payment shall be made duriug
the month of February in the year following the year in which the employee sepazates
hisJher employment. The second and thnrd annuat payments shall be made during the
month of April in subsequent years.
22.5 For the puzpose of tlus severance program, a deatli of an employee shall be considered as
separation of emptoyment, and if the employee woul@ have met all of the requirements
set forth above, at the time of hisTher deatb, payment of the severance pay may be made
to fhe employee's estate or spouse.
22.6 Severance Pay which totals ten thousand dollars ($10,000) or less sf�all be paid in
accordance with the provisions of Ciry Ordinance No. 11440.
22.7 This severance pay program shall be subject to and governed by the provisions o£City
Ordinance No. 11490 except in those cases where the specific pmvisions of this Article
conflict with said ordinance and in such cases, the provisions of this Article shall controL
Employees are not eligible for severance plans listed in City Ordinance No. 11490.
22.8 Any employee eligible to receive severance under this article shall have the full amount of
their severance payment conmbuted to a PEHP in lieu of cash payment to the employee.
ARTICLE 23 - WAGE SCHEDULE
23.1 Salary ranges applicable to titles covered bp this AGREEMENT shall be as shown below.
Inereases are effective on the first day of the pay period closest to the indicated effective date,
Effective May i, 2008:
Effective April i, 2009:
Effective January 1, 201Q:
3.25% rate increase for all ciassifications.
3.25% rate increase for all classifications.
3.25°/a rate increase for all classificarions.
POLICE OFFICER ! POLICE TRr1INEE W/O PREMIUM
7-yr 10-yr 15-yr 20-yr
(A) <B) (� (�) (E) (F) <<'-T) C�
O1J05lQ8 1714.68 1883.25 2095.40 2206.20 2283.42 2348.80 2390.65 2514.26
04/26/08 1770.41 1944.46 2163.50 2277.90 2357.63 2425.I4 246835 2595.97
03/28/09 1827.95 2007.65 2233.81 2351,93 2434.25 2503.96 2548,57 2680.34
Oi/02/10 1915.67 2103.99 2341.01 2464.80 2551.06 2624.12 2670.87 2808.96
24
�
n
U
�-
•
•
•
ARTICLE 23 - WAGE SCHEDI7LE (Continued)
SERGEANT W!O PREMIUM
�A) �)
Ol/OSI08 2001.24 2189.87
04l26l08 2066_28 2261.04
03l28J09 2133.43 2334.52
Ol/02/10 2,202.77 2,410.39
(C) (D}
2439.16 256930
2518.43 2652.80
2600.28 2739.02
2,684.79 2,828.04
COMMANDER W!O PREMI[JM
�A) ��) tC)
O1J05i08 2393.8b 2630.46 2940.25
04l26(08 2471.66 2715.95 3035.81
03128109 2551.99 2804.22 3134.47
Ol/02/10 2634.93 2895.36 3236.34
�)
3101.72
3202.53
3306.61
3414.07
�-Yr
(�)
2659.23
2745.65
2834,88
2,927.01
�-3'�
��)
3210.29
3314.62
3422.35
3533.58
ECC SHIFT SUPERVISOR Wf0 PIZEMI[JM
(A)
Ol/05108 1989.35
04/26108 2054.00
03/28f09 2120.76
01/02/10 2,189.68
�B) �C)
2176.85 2258.24
2247.60 2331.63
2320.65 2407.41
2,396.07 2,485.65
(D) (E)
2365.53 2454.93
2442.41 2534.72
2521.79 2617.10
2,603.75 2,702.16
10-yr
(F}
2736.82
2825.77
2917.61
3,012.43
10-yr
�)
3309.98
3417.55
3528,62
364330
10-yr
(F)
2599.01
2683.48
2770.69
2,860.74
a�-a��
15-yr
t�)
2800.21
2891.22
2985.18
3,082.20
15-yr
t�)
3389.54
3499.70
3613.44
3730.88
IS-yr
(G)
2659.21
2745.63
2834.86
2,926.99
20-yr
�x>
2945.01
3Q40.72
3139.54
3,241.58
20-yr
(H}
3564.82
3680.68
3800.30
3923.81
20-yr
tx�
2684.99
2772.25
2862.35
2,955.38
CdMMiJNICATIONS SERVICES & MAINTENANCE SUPERVISOR W!O PREMICTM
10-yr 15-yr 20-yr
(A) (B) (C) (D) (E) (F) (G) (A)
01105108 2017.86 2175.46 2259.41 23b3.90 2458.16 2569.49 2631.16 2656.94
04/26/08 2083.44 2246.16 2332.84 2440.73 2538.05 2653.00 2716.67 2743.29
03f28/09 2151.15 2319.16 2408.66 2520.05 2620.54 2739.22 2804.96 2832.45
Ol/02/10 2221.06 2394.53 2486.94 2601.95 2705.71 2828.24 2896.12 2924.50
ECC MANAGER
(A)
ovosros 2549.80
04/26/08 2632.67
03l28l09 2718.23
Ol/02/10 2806.57
�B) tC)
2794.41 2900.60
2885.23 2994.87
2974.00 3092.20
3075.82 3192.70
10-yr
(D) (E) (F)
3040.54 3157.17 3344.75
3139.36 3259.78 3453.45
324139 3365.72 3565.69
3346.74 3475.11 3681.57
15-yr
��)
3423.32
3534.58
3649.45
3768.06
20-yr
�x�
3449.09
3561.19
3676.93
3796.43
25
ARTICLE 23 - WAGE SCHEDULE (Continued)
ECC FIItE DISPATCHER I
tA) �)
O1/OS/Q8 Z704.49 18b2.74
04/26/OS I759.89 1923.28
03/28/09 1817.09 19&5.79
OI/02/10 1876.15 2050.33
��) �) �)
2931.45 2022.05 2097.49
1944.22 2087.77 2165.66
2059.03 2155.52 2236.04
2125.95 2225.68 2308.71
ECC POLICE DTSPATCHER
tA) �B) �C)
B
Ol/OS(OS 1659.69 1802.70 1881.15
04/26/08 1713.63 1860.26 1942.29
03/28/09 1769.32 1920.72 2005.41
Ol/02/10 1826.82 1983.14 2070.59
ECC T'ELECOMMUNiCAT012
(A) CB) (C)
OI/OS/08 1539.82 1671.42 1743.07
04/26/08 1589.86 1725.74 1799.72
03/28/09 1641.53 1781.83 1858.21
01/02/10 1694.88 1839.74 1918.60
ARTICLE 24 - 5ICK LEAVE
�)
1961.89
2025.65
2091.48
2159.45
(D)
181731
187637
1937.35
2000.31
�)
2047.84
2I14.39
2183.11
ZZS4.06
CE)
1895.47
1957.07
2020.67
2086.34
10-yr
�
2219.43
2291.56
2366.04
2442.94
20-yr
�
2121.67
2190.62
2261.82
2335.33
1a-y�
�
1965.15
2029.02
2094.96
2163.05
15-yr
(G)
2270.27
2344.05
2420.23
2498.89
15-yr
(G)
2209.99
2281.82
2355.97
2432.54
15-yr
(G)
2044.43
2110.87
2179.47
2250.30
20-yr
��
2296.06
2370.68
2447.73
2527.28
2ay�
�
2235.77
2308.43
2383.45
2460.91
20-yr
(�
2070.21
2137.49
2206.96
2278.69
24.1 Duriug any period in which an EMPLOYEE is absent from work on sick leave, with or
wifhout pay, he sball not be empioyed or engage in any occupation for compensation
outside of his/her regular City employment. Violation of the provisions of this pazagraph
by any EMPLOYEE shali be grounds for suspension or discharge.
24.2 In the case of a serious iltness or disability of a parent or household member, the head of
the deparhnent shall grant leave with pay in order for the employee to care for or to make
arrangements for the care of such sick and disabled persons. Such paid leave shall be
drawn from the employee's accumulated sick leave credits. Use of such sick leave shall
be limited for foriy (40) hours per incident.
L�
�
An employee may use sick leave for absences due to aa illness ofthe employee's child
for such reasonabie periods as the employee's aifendance with the cluld may be
necessary, on the same terms the employee 3s able to use sick leave for hislher own
illness. An employee may also use up fo forty (40) hours per incident to arrange for the �
care of a seriovsly ill or d'asabled child.
26
A.RTICLE 24 — SICK LEAVE (Continued) Uy ���
� 243 The head of the department or the Human Resources Director may require a physician's
certificate or additional certificate at any time during an employee's use of sick leave for
the puiposes stated in 24.2 above. All such certificates shall be forwarded by the
appointing officer to the Office of Human Resources.
Tf an empioyee is absent because of the provisions of Article 24.2 for three or fewer
calendar days he/she shall submit to the head of the department a certificate signed by the
empioyee stating the nature of the child, parent, or household member's sickness. If the
sickness continues for more than tt�ree calendar days, no further sick leave shall be
granted unless or until a physician is consulted. The sick leave may be continued from
and including the day of consultation, but only if a certificate signed by the physician
certifying to the nature and period of the person's sickness is submitted and approved by
the head of the department and forwazded to the Office of Hutnan Resources.
24.4 No sick leave shall be granted for the above reasons unless the employee reports to
his/her department head the necessity for the absence not later than one-half hour after
his/her regularly scheduled time to report for work, unless he/she can show to the
satisfaction of the department head tbat the failure to report was excusabie.
24.5 An employee shall be paid under the provisions of this article only for the number of days or
hours for which he(she would normally have been paid if helshe had not been on sick leaue.
24.6 Effective July 1, 2005, employees in the }ob classification of Police Trainee, Police
• Officer, Sergeant, Lieutenant and Commander shall accrue sick leave at the rate of twelve
(12) days per year.
ARTICLE 25 — INCAPACITATION
25.1 Regular, full t'vne, EMPLOYEES in the titles of Police Officer, Sergeant, Lieutenant and
Commander who are injured during the course of employment and thereby rendered
ir.capabie of perfomvng;ob duties �nd respon�ibilities shall receive full wages during the
period of incapacity, not to exceed the period equal to twelve (12) months plus
accumulated sick leaue. It is understood that in such cases, the twelve (12) month period
shall first be utilized and only when same is exhansted stiall accumulated sick leave be
applicable.
25.2 Rea lar, full time, EMPLOYEES in the titles ofPolice Officer, Sergeant, Lieutenant and
Commander, who are disabled through injury or sickness other than specified in Section
251 above shall receive full wages for a period equal to accumulated sick leave plus six
{6) montY�s as provided herein. It is understood that in such cases, accumulated sick leave
shall first be utilized before the suc (6) months, or any part thereo� shall be applicable. It
is further understood that the siY (6) month period shall be available oniy in those yeazs
where the last available Annual Report of the City Risk Management Office shail show
average sick leave used per employee in the titles of Police Officer, Sergeant, Lieutenant
and Co�muander (based on the 1972 Annval Report method of calculating same) of seven
. (7) days or less. For any employee hired after January 1, 2006, the malcimum paid time
affunder this Section 25.2 shall be three (3) months.
27
ARTICLE 25 — INCAPACITATION (Continued)
25.2 (1) The seven (7) day bargaitvng unit qualification wiil not include sick Ieave •
usage in excess of four consecutive months. Sick leave days converted under
the vacation wnversion program: will also be excluded.
253 EMPLOYEES injured or incapacitated by illness in the Iiue of duty shall be entitled to
reinstatement at any time within feve (5) years from the date of injury or incapaciYy,
provided they are physicaIly capable of resuming their job.
25.4 Except as specifically provided in tIris Article, atl illness and incapacity rules and policies
previously in effect shall continue.
A.RTICLE 26 — MATERNITY LEAVE
26.1 Maternity is defined as the physzcat state of pregnancy of aa employee, commencing
eight (8) mottths before the estiinated date of childbirth, as determiued by a physician,
and ending six (� montl�s after ffie date of such birkh. In the event of an employee's
pregnancy, the employee may apply for leave wrthout pay at any time duriug tfie period
stated above and the employer may approve such leave at its option, and such leave may
be no longer than one (1) year.
ARTICLE 27 — FUNERAI. AND BEREAVEMENT LEAVE ' •
27.1 Emptoyees in fhe job classification of Emergency Communications Center
Telecomznunicator, Emergency Communications Center Police Dispatcher, Emergency
Communications Cenfer Fire Dispatcher I, Communications Services and Maintenance
Supervisor, Emergency Communications Center Shift Supervisor, and Emergency
Cov�vnwvcations Center 14lanager vvho have accumulaxed sick leave credits, as provided
in the Civil Service Rules, shall be granted leave witlz pay for such period of time as the
Head ofthe Department deems necessaty, on account of death of the employee's mother,
father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is
a member ofthe household. Any employee who has accumulated sick leave credits, as
provided in the Civi1 Service Rules, may be granted one day of sick leave to attend the
funera2 ofthe Employee's grandparent or grandchild.
27.2 Employees in the job classification of Police Trainee, Police Offcer, Sergeant,
Lieutenant and Commander shall be entitled to tbree (3) work days per year for paid
Bereavement Leave. Paid Bereavement Leave may be used by an employee in the case
death of the employee's mother, faiher, spouse, child, brother, sister, mother-in law,
father-in-law, grandparent, grandchild, or otiier petson who is a member of the
household.
27.2 (1) A totai of three (3) days per payroll year may be used as Bereavement Leave. �
Such leave shall not cazry ovet from year to year.
�j
V i �a!"✓
ARTICLE 27 — FUNERAL AND BEREAVEMENT LEAVE (Continued)
• 27.2 (2} Additional time off in the event of death of an employee's mother, father,
spouse, child, brother, sister, mother-in-law, father-in-law, grandpazent,
grandchild, oz other person who is a member of the household shall be
charged to the employee's accrued vacation or compensatory time. Any
additional time off must be approved by the department head.
27.2 (3) Bereavement Leave may only be used for those days when an employee has
been previously scheduled to work during the requested leave time.
27.2 (4) The Department teserves the right to request appropriate documentation
relating to the death at issue prior to granting Bereavement Leave. Such
request for documentation shall not be sub}ect to the provisions of Article 6
(Grievance Procedure).
27.2 (5) This Article supersedes any and all Civil Service Rules relating to utilization
of paid leave for purposes stated in this article.
ARTICLE 28 — DISCIPLINE
28.1 The Employer may discipinae employees in any of the forms listed below:
� Oral reprimand
Written xeprunand
Suspens3on
Demotion
Discharge
The Employer will discipline employees for just cause only and in accordance with the
concept of progressive discipline.
A,RTICLE 29 — SENIORI'T'Y
29.1 5eniority, for the purpose ofthis AGREEMENT, shall be defined as follows:
The length of continuous, regulaz and probationary service with the EMPLOYER from
the date an employee was first certified and appointed to a class title covered by this
AGREEMENT, it being fiuther understood that seniority is confined to the cunent class
assignment held by an employee. Tn cases where two or uwre employees aze appointed
to the same class title on the same date, the seniority shall be detenvined by employee's
rank on the eligible list from which certification was made. Seniority shall tenvivate
when an employee retires, resigns, or is discharged.
. 29.2 In the event it is deteruiined by the BMPLOYER that it is necessary to reduce the
workforce, employees will be laid offby class titie witIain each deQartment based on
inverse length of class seniority as defined above.
29
ARTICLE 29 - SErTIORITY (Confinued)
Tn cases where there aze promotional series, when the number of employees in these •
higher titles is to be reduced, employees who have heid lower titles which are in ttvs
bazgaining nait will be offered rednctions to the highest of these titles to which class
seniority would keep them from being laid o$ before Iayoffs aze made by any class title
within any department.
It is understood that such empioyees will pick up their former seniority date in any class
of positions that they previously held
29.3 Recall from layoff shall be in inverse order o£layo� except that recall rights shall expire
a�er two years of layoff. However the recall rights for ranldng officers (ie.; Sergeants
and above) shall expire after three years of layo�
ARTICLE 30 - BIDDING
30.1 Oace a yeaz the Departinent shall hold a bid for Patrol Officers working District
assignments. Officers assigned to a District stiall be allowed to bid for their work shifts,
i e.; midnights, days and afternoons and assignments to shifts wilt be based upon an
Officer's seniority. The bid card sUall also inclvde District preference. The Department
shall attempt to assign Officers to their preferred District azea. However, when a District
assignment conflicts with a work shift bid, ttie work shift bid shail take preference.
30.2 The Department retains the right to designate special assigmnents to District personnel •
levels and such special assignments aze not governed by tIie senioriYy bid system
descnlied above. The Department also reserves the right to make adjustments to the
District personnel assignments. Such reassignment shall, whenever possilale, houor the
original seniority shift bids.
30.3 Those Patrol Officers assigned to other Units shall also be givenbid cards. I£ an Officer
is transferred from an assignment not covered by this section to a Team assignmeut, the
Department shall make every effort to honor the Uf&cer's yeazly bid card.
30.4 The Employer agrees to form a committee inade up of Federation-appoinYed and
Department-appointed members to meet and confer on pmcedures, policy, and substance
related to tlie appointment of special assignment jobs.
30.5 All employer/employee committees meeting times shall be considered part of aa
employee's regular work schedule. Any work performed by an employee for the
committee may be done during their normal work hours if it does not create a burden on
the unit to which they are assigned.
30.6 EMERGENCY COMMLTNICATIONS CENTERASSIGNMENTS
Once per year the EMPLOYER shall issue seniority bid cards to Emergency
Communications Center Telecommunicators, Emergency Coamiunications Center Police
Dispatchers and Emergency Com�nunications Center Fire Dispatcheis. Such �
EMPLOYEES shall complete the bid card as to preference for shift (Tour I, II, III) which
shall be assigned based on classification seniority.
30
��a��
• ARTICLE 31- WORK BREAK.S
31.1 EMPLOYEBS in the titles of Emergency Communications Center Telecommunicator,
Emetgency Communications Center Police Dispatcher and Emergency Communications
Center Fire Dispatcher shall be allowed adequate time from work within each four
consecutive hours ofwork to use the nearest convenier�t restroom and/or as relief from work.
31.2 If said EMI'LOYEE is required to work a full one-half shift beyond hislher regular end of
tour, he/she shall be entitled to the rest period that occurs duriug said one-half shift.
ARTICLE 32 - CHANGE IN SHIFT
32.1 Dignitary Visits — Shouid the Employer deterniine in its sole discretion that schedule
changes aze necessary to provide staffing required to adequately accommadate a visit to
5t. Paul by an individual for whom a State or Federal goven�uient agency has requested
special security precautions, the following schedule change provisions shall apply:
32.1 (1) When an employee is required to change their normally scheduled day off
with less than 96 hours notice, the employee shall be entitled to compensation
based on the following schedule:
•
Minunum Advance Notace Compensation
96 hours 2 hours compensatory time
72 hours 3 hours compensatory tune
48 hours 4 hours compensatory time
24 hours 5 hours compensatory time
I£the employee receives less than 24 hours advance notice, all hours worked
that depart from the employee's regular work schedule shall be compensated
at time and one-half the employee's regular hourly rate.
32.1 (Z} When an employee is ordered to work on a sckeduled offday, s/he shall also
be given an alternate day offto be determined by hislher supervisor. The
aiternate day offshall be scheduled sometime within the empioyee's 28-day
FLSA work period, or the following 28-day FLSA work period if the change
in work schedule wi11 not trigger FLSA overtime.
32.2 Far purposes of tkris Section, a"change in work schedule" means changing a scheduled
offday to a scheduled work day or changing the starting and ending time of an
employee's shift (but not the total number of consecutive hours of work) on a scheduled
work day by more than 90 minutes. This Articie does not apply to changes for which the
only change from the employee's regularly scheduled shift is an early start or hold-over
that results in the employee working more hours than sihe would normally have worked
during such scheduled shift.
32.3 The provisions ofthis Articie do not supersede and shall not be used to circumvent the
• provisions of Article 9(Court Time), Article 10 (Call Back), or other overtune provisions
of the Labor Agreement.
31
ARTICLE 33 — PARI�TG
33.1 Effective July 1, 2009, the City shall provide pazking for all employees covered by this
Agreement, at or within a reasonable distance from their work location, at no cost to the
employee. In lieu of the City charging employees directly for pazking at their work
location, the Union shallpay to the City a Iump sum of $12,$00 by July 1, 2009.
Effective January ], 2010, the Union shall pay to tlze City a lump sum of $25,600 per
yeaz, paid on or before April l of each year.
ARTICLE 34 - FTI'NESS FOR DUTY - PSYCHOLOGICAL
EXAMINATIONS
34.1 Psychological Egaminations. No employee shatt be referred to any psychiatric or
psychologi:cal testing or examination unless the City has reasonable cause, as estabfished
under the circumstances descn'bed below. Notice of such referral shall be made in
writing to the employee stating in full tfie reasons for said referral.
�
When an employee is referred fur a psychalogical or psyehiatric fitness for dury
examination, such examination shall be conducted by one of the professionais selected by
tke ennployee from a panel established by mutual agreement between the City an8 the
Federation The panei shall consist of not less than three (3) Iicensed psychiatrists or •
psychologists (the "Medical Professional") who have e�ertise regarding psychological
or emotionai disorders and who are qualified to opine as to the emptoyee's fitness to
engage in law enforcement duties. If the employee fails to select a Medical Professional
from the panel and schedule an initial appointment within ten (10) days ofthe notice of
referral, the City may select the medical Professional from the panel.
The decision ofthe Medical Professional shall be final and binding on the parties as to
the fitness for duty of the employee. The cost of the examination shall be paid by the
City. The City agrees that it will limit the documentation it obtains from the e�minatian
to the Medical Professional's medical conclusion as to whether tbat employee is frt for
duty, The City agrees to ntaintain the inforcnation noted above iu strict confidentiality
subject to the requirements ofthe Minnesota Government Data Practices Act.
At such time as tfie City determines that an employee shall be required to submit to a
fitness for duty evaluation and during the time the evaluation is pending, the City shall
reassign the employee to other duhies or place the employee on paid admiuiscrative leave.
However, such assignment or pay status way be revoked or discipline impose� if the
employee fails to cooperate with the City or the Medical Professional including any
failure to pmvide documentatiott or waivers deemed necessary by tfie Medicat
Pmfessional in order to prepare the fitness for duty exaznination under these provisions.
�
32
ARTICLE 34 - I+'FTNESS FOR DUTY - PSYCHOLOGICAL
r� L
•
EXAMINATIONS (Continued)
� i �-��J
After an empioyee who has been found to be not fit for duty has e�austed his/her
incapacitation benefits under Article 25 and any sick leave, vacation, and compensatory
time banks, the City in its sole discretion, shall either assign the employee to a limited
duty assignment or place the employee on an unpaid medical leave of absence. Such
unpaid medical leave of absence shall last not less than two (2) yeazs. FMT.A benefits
shatt run from the date employee has been detecmined to be not fit for duty. The
employee shall be entitled to retum to his/her last held rank i� prior to the expiration of
the leave of absence, the Medical Professionat who originally made the finding that the
employee was not fit for duty determines that the employee has regained hislher ability to
perform the essential functions of the job. If the Medical Professional who originally
made the finding that the employee was not fit for duty is no longer licensed to practice
in the State of Minuesota, such deternunation of rehabilitation and fitness to retnin to
work may be made by any Medical Professional cunently on the panei. In the event of
reinstatement, the City shall pay for the cost of any training or certification necessary for
the employee to retum to active duty as a peace ofFicer.
34.2 Circumstances Permitting Referral for Psychological E�mination. The City may
require an employee to be examined where there exists a reasonable cause to believe,
based upon specific observations and facts and rational inferences drawn from those
observations and facts, that the employee may be suffering from a mental condition and
such condition prevents the employee from effectively perfomvng the essential job duties
or poses a threat to the health and safety of the employee or others.
Such reasonable suspicion must be based upon the observations of at least two
supervisors or co-warkers who have first-hand knowledge or upon reliable information
provided to a supervisor that employee is currently exhibiting conduct which reasonably
demonstrates that the aforementioned circumstances e�sts. However, before making the
refenal, the Chief or his/her designee shall verify the validity of the circumstances by
meeting with the employee or conducting an investigation as to the factual basis of the
alleged conduct. Nothing herein shall limit or otherwise modi£y the rights of an
employee to file for a grievance azbiYration to challenge the basis upon which the Chief
relied in making the referral for the psychological evaluation before the employee shall
be required to subttut to a psychological fitness for duty evaluation as established by the
Minnesota Court of AppeaLs in Hill v. City of Winona. The processing of the grievance
azbitration should be completed within sixty (60) days, af at all possible. If after the
grievance is resolved or arbitrated and the cause for referral is upheld, the employee must
sign all necessary releases and fully cooperate with the fitness for duty examination or be
subject to disciplinary action.
34.3 No Conflict With Workers' Compensation Laws. Nothing in this Section shall be
construed to be in conflict with any rights or obligations of the City or employee under
applicable Workers Compensation laws or regulations. If such conflict arises, the
Workers Compensation laws and regulations shall prevail
34.4 Coasent nnder the Minnesota Human Rights Ac� If the above provisions aze
• complied with, the employee is deemed to have consented to this examination under the
Minnesota Human Rights Act.
33
ARTICLE 35 - DURATION AND EFFECTIVE DATE
35.1 Except as herein provided, this Agreement shall be effective as of 7anuary 1, 2008, and
shall continue in full force and effect through December 31, 2010, and thereafter untit
modified or amended by mutual agreement of the parties.
Either pazry desiring to aznend or modify this AGREEMENT shali notify the other in
writing by June 15 o£the yeaz in which modifications aze desired, so as to comply with
the provisions of the Public Employment I,abor Relations Act of 1971.
35.2 Retroactive pay adjustments s1�a11 apply to alI employees of the bazgaining unit who are
active employees on the date of signing of the agreement except those who have been
ternunated for cause.
WITNESSES:
Relations Mauager
SAINT PAUL POLICE FEDERATION
�
� �
Da ' . Da e •
Saint Paul Police Federation Pzesident
•
34
CITY OF SAINT PAUL
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• APPENDIX A - UNIFORM ALLOWANCE
Unit Price
Overcoats .................................................................................................................... $125.00
Jackets winter ..............................................................................................................$39.95
Jackets intermediate .....................................................................................................$35.95
Jackets summer ............................................................................................................$27.95
Pazkas ........................................................................................................................... $49.95
Rain Suits (Motorcycle Officers) ..................................................................................$17.95
Rain Coats .............................................................................:......................................$32.00
Cap Covers ...................................................................................................................$ 2.50
Vests.............................................................................................................................$ 8.50
Akernate .........................................................................................................$ 5.95
Trousers, winter ............................................................................................................$34.95
Tmusers, intermediate ...................................................................................................$29.50
Trousers suwmer .........................................................................................................$25.50
• Shirts, winter (Colored) .................................................................................................$ 7.95
Shirts, winter (Ranking Officer) ....................................................................................$ 8.95
Shirts suminer (Colored) ..............................................................................................$ 6.95
Shirts, summer {Ranking Officer) .................................................................................$ 7.95
Ties ...............................................................................................................................$ 1.25
Sho es ............................................................................................................................ $19. 00
Alternate .............................................................................................................$22.00
Chukka Boots ...............................................................................................................$19.00
Ranch Wellington Boots ...............................................................................................$22.00
Oversho ..................................................................................................................... $12. 95
Alternate Overshoes ......................................................................................................$ 6.95
Rubbers ........................................................................................................................$ 3.95
Socks(BiackorNavyBlue) ..........................................................................................$ 1.50
Socks (Black with White Foot) .....................................................................................$ 1.75
Rubber Leggings ...........................................................................................................$ 4.95
Black Gloves ................................................................................................................$ 7.50
Uniform winter ....................................................................................................$ 8.75
Uniform summer .................................................................................................$ 8.75
�
IIII
APPENDIX A — iTNIFORM ALLOWANCE (Continued)
Sam Browne Belts .........................:............
Alternate Sam Browne Belts .......................
Garrison Belt ..............................................
Cartridge Holder .............................................
Flashlight Holder ............................................
Federal Streamer Holder .................................
Eiandcuffs.......................................................
HandcuffCase ................................................
Whistle Chains ............................................
Safety Helmet:
Visor............................................................
ChinC�p ......................................................
ChinStrap .......................••.....•••...................
Heavy Duty Face Shield ...............................
HeadSuspension ..........................................
Outer Shell ...................................................
Duty Guard ..................................................
Y-D Haxness ................................................
1.95
.......................................................$ 2.25
.......................................................$ 1.50
.......................................................$ .95
..............................................:........$ 9.95
.......................................................$ 4.90
.......:...........................:................... $14.20
.......................................................$ 2.95
---• ................••••••••....._.....................$ 2.95
Holsters:
FederalMan ...............................................................................................•••....._....$ 5.95
Safaziland11A ........................................................................................................$18.95
Safariland29 .......................•••-•••••-•-••......................................................................$12.95
DonHume 216 ..............................••••••......................................................••••••••••••••$15.50
The foIlowing items are included in the clothing allowance for employees assigned to
work as Detectives:
1.
2.
3.
4.
5.
6.
Saps
Handcuffs
HandcuffHoldets
Overshoes
Rubbers
Holster
•
•
•
........................
[�t�s���ts=
.........$ 8.95
.........$16.25
.........$ 2.50
.......................................................$ 3.50
....................••••...............................$ 1.50
---- ---------------------------•••••••••............$ 2.00
............................$13.95
............................$ 3.04
A-2